Despite these allegations, the Fifth Circuit found that Dixon could not substantiate her claims with specific examples of male employees benefiting in similar ways. The court highlighted that Dixon’s comparisons were limited to female doctors, which did not bolster her claims of discrimination based on gender.
Retaliation Claims Dismissed
Dixon’s retaliation claims were also dismissed. She had argued that after she raised concerns about her supervisor’s conduct, she was subjected to retaliatory measures, including being forced to attend “threat assessment” meetings. However, the court ruled that Dixon failed to demonstrate that these meetings amounted to an adverse employment action or were directly linked to her complaints.
The panel also noted that Dixon’s claims of harassment and retaliation were unsupported by any substantial evidence, particularly from sources other than her own statements. The judges emphasized that it is not the court’s role to build a party’s argument, which further weakened her case.
Due Process Claims Also Rejected
Dixon had also accused the trial court of denying her due process rights by issuing a protective order and sealing certain court documents. The panel, however, ruled that she had forfeited her claims by not challenging these decisions in a timely manner. Furthermore, the court found that Dixon failed to show that the district court had abused its discretion in blocking certain depositions and discovery materials.
Legal Representation and Response
The U.S. Attorney’s Office for the Northern District of Texas, which is representing the BOP, declined to comment on the ruling. Dixon’s legal team, led by William J. Dunleavy, did not immediately respond to requests for comment.
